Following the COVID-19 pandemic, the Great Resignation staffing shakeup and other factors, workers are increasingly focused on what truly matters to them and what they deserve. And as the nationwide prevalence of mental health issues — particularly anxiety, depression and substance abuse disorder — continually exceed record-breaking highs, employers are beginning to embrace their role and responsibility in providing sufficient support for their employees.
One solution is to promote work-life balance, which helps reduce stress and prevent burnout in the workplace. However, U.S.-based employers have a long way to go from the employee perspective. The United States ranks 30thon a list of 38 countries where work-life balance is considered; with 66% of American full-time employees perceiving an imbalance.
Research suggests a satisfactory work-life balance leads to numerous benefits, including higher productivity, commitment and motivation to work, lower rates of absenteeism, and improvements in physical and mental health for employees. On the flipside, an imbalance in this area points to poor satisfaction, chronic stress, unproductivity and problematic behavior at work or home.
There are specific steps leaders and mid-level managers can take to address these concerns and drive work-life balance for employees.
Taking such steps is not only beneficial for employee well-being; it’s better for business. By implementing a sustainable work-life balance from an organizational level, employers pave the way for better collective morale, lowered stress, a more productive staff and increased positive presence in the business community — all while doing right by your employees.